| With the competitive global economic,most enterprise pursue not only profit,but also excellent talent.More and more organization manager and researcher pay attention to how to recruit and save the right person.How to improve the effectiveness of employ recruitment already became the hot research area.Psychological contract is one of the factors which could influence the effectiveness of employee recruitment.As the affection contract between enterprise and employee,psychological contract influence the employees' feeling and satisfaction with the enterprise,so determine if the recruitment objective could be realized.Therefore,the research about improving the effectiveness of employee recruitment by changing the situation of psychological contract will make great contribution to the development of management practice.Based on the previous theoretical results,this thesis takes the junior employee of Chinese enterprise as the specific object,and constructs the new evaluation system for the effectiveness of employee recruitment which is composed of job satisfaction, turnover intention and job performance,to understand the status of junior employees' psychological contract and the effectiveness of recruitment in Chinese enterprise by surveying and others ways,to discuss the relationship and influence between psychological contract and effectiveness of recruitment in China.The finding indicated that the psychological contract and effectiveness of recruitment are not very good,just around the middle level,and both of them need enhancement.At the same time,the research also demonstrated that psychological contract and its four factors have tight relationship with the three indexes of effectiveness of recruitment,and could forecast the reaction of the indexes of effectiveness of recruitment.This thesis brings up some suggestions on the basis of conclusions.Firstly,enhance the study and application of psychological contract into human resources practice. Secondly,do a good job about the introduction of talent in the beginning of the recruitment.Thirdly,continuing the development and utilization of talent after recruitment relying on other function of human resources management. |
